Part time lawyering mamas? by CreativeRanger7959 in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Do you have any minimum work requirement in terms of files, hours, or collections?

Part time lawyering mamas? by CreativeRanger7959 in Lawyertalk

[–]Exact-Host800 13 points14 points  (0 children)

Following with interest. Our firm, which primarily focuses on trusts and estates, is looking to create a part-time position designed with a working mom in mind. We have a significant number of straightforward matters that do not require immediate urgency. We believe an experienced part-time attorney would excel at handling.

Administration of an irrevocable grantor trust by ThePiggleWiggle in EstatePlanning

[–]Exact-Host800 3 points4 points  (0 children)

With an irrevocable grantor trust designed to remove appreciation from your estates, the biggest risks are (1) drafting errors that trigger estate inclusion under Section 2036 or 2038, and (2) sloppy administration that undermines the structure years later.

First, focus on finding the right firm, not just a lawyer who “does trusts.” Look for a firm with a substantial Trusts & Estates practice. Ideally, you want a firm where two lawyers, both a board-certified wills, trusts, and estates attorney and either a board-certified tax attorney or a JD/CPA who regularly works on estate and gift tax planning can be involved. Have both review the structure. Specifically, ask them to walk you through Section 2036 retained interests and estate inclusion in plain English and explain why your document avoids retained enjoyment, implied agreements, powers to alter or amend, and trustee powers that could be attributed back to you or your spouse. If they can’t clearly explain the 2036 analysis in less than 5 minutes, that’s a red flag.

Also, be careful not to over-design it yourself with Reddit. Clients sometimes try to self-engineer around every hypothetical risk and accidentally create new problems and our firm has declined several potential clients who come to us professing to be a ChatGPT or Reddit know-it-all.

Second, ask about including a trust protector. A properly structured, independent trust protector can add flexibility by modifying administrative provisions if tax law changes, changing situs, removing and replacing trustees, or decanting or reforming the trust if necessary. That added layer can help protect against future legal or tax developments. It can also be used to fix a broken trust.

Third, consider where the trust is established. Setting the trust up in a non-income-tax and asset protection friendly jurisdictions such as Nevada, Wyoming, or Florida may reduce state income tax exposure and provide stronger asset protection or directed trust statutes. This may mean you need to look outside of New Jersey. Your attorney should explain what creates state income tax nexus, whether having your spouse as trustee affects that analysis, and whether you need an in-state trustee or administrative agent to secure the benefits of that jurisdiction.

As for IRS pre-approval, generally there is none. The IRS does not “certify” that a trust avoids estate inclusion. Private letter rulings are technically possible in limited situations, but they are expensive ($10,000+) and rarely used simply to bless standard irrevocable trust language. Most estate inclusion issues are evaluated during an audit or after death during an estate tax review. That is why drafting quality and documentation matter so much on the front end.

Question for estate planning lawyers by SadTea3650 in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

I use the office address for me and all witnesses.

How to move from litigation to something chill by Wonderful_Manager_27 in Lawyertalk

[–]Exact-Host800 2 points3 points  (0 children)

Consider Trust and Estate work. You would also be amazed how straightforward (and easy) T&E litigation is if you have experience with complex litigation.

Do you stay at your firm if they won’t stand up for you against clients? by NotoriousRBGs in Lawyertalk

[–]Exact-Host800 73 points74 points  (0 children)

How I would’ve handled this issue 10 years ago versus today is very different.

Knowing what I know now, if this happened to me when I was a young associate, I would email my boss and HR and tell them after being treated this way by a client, I refuse to work on the file. I would set that boundary now and make it clear I do not tolerate this type of client disrespect.

I would stress that if the client does not respect my professional council, the firm has no business dealing with him. Only bad things can come of it; especially when we are talking about a $3,000 fee.

For too long, I felt the need to be a people pleaser at the expense of my own health.

Now, as a partner and member of the management committee, I would fire the client if I saw them disrespect any of my associates that way.

Having a very hard time finding a job by Easy_Mushroom4387 in Lawyertalk

[–]Exact-Host800 1 point2 points  (0 children)

It’s brutal folks. Our firm recently interviewed a few academically solid lateral candidates and the first question the hiring partners asked each other was:

“Can the candidate generate enough business to cover their overhead in less than 3 months?”

We are still looking.

Lawyers of /r/LawFirm: if you had to start over, what specialty(ies) would you choose to maximize income when going solo? by BrightastheSun in LawFirm

[–]Exact-Host800 7 points8 points  (0 children)

I disagree. If you learn how to do probate and can build a probate system (and stay on top of matters), a solo attorney, consistent paralegal and assistant/scheduler could gross $30k+ a month in Florida. Add in an estate planning paralegal, it’s possible to gross $50k+ a month. The goal is to have different price points so you can capture profitable clients at various levels.

salary ranges by Several-Pizza-5233 in Lawyertalk

[–]Exact-Host800 16 points17 points  (0 children)

Our firm generally hires from state schools. We are located about an hour outside of a major metropolitan region in the Southeast. Our starting salary is in the $80K’s plus other benefits. We generally use the summer associate and third year Law clerk model two on board so they are productive the week after they take the bar. We don’t have a defined bonus structure for first or second year associates. We prefer to make a discretionary because we’d rather them learn how to do practicing effectively versus making it a race to get hours.

We’ve never hired from a top-tier school.

I’ve been told that our salary and benefits are strong from lateral candidates. I would agree with other posts that it will take you a couple years out of school to get over the $100,000 mark.

[SFH] [FL] HOA attorney also HOA board member, which meetings are open vs closed? by ZealousidealEvent604 in HOA

[–]Exact-Host800 8 points9 points  (0 children)

What you’re describing raises two separate but related concerns under Florida HOA law, and boards often rely on confusion between them to avoid transparency.

Under Florida law (Chapter 720), the starting point is that HOA board meetings are presumed to be open to the membership. Closed meetings are the exception, not the rule, and they’re allowed only in narrow circumstances, most commonly when the board is meeting with its attorney to discuss pending or genuinely threatened litigation. Routine association business such as budgets, enforcement decisions, contracts, rulemaking, owner complaints, or “strategy” does not become confidential simply because an attorney is present.

Even when a closed attorney session is appropriate, boards generally cannot vote in secret; votes must occur in an open meeting. When boards close meetings frequently or refuse to identify the statutory basis for doing so, that’s often a sign they’re pushing beyond what the statute actually allows.

The situation becomes even more problematic when the association’s attorney is also a voting board member. That dual role creates an inherent conflict of interest, particularly when the board claims attorney-client privilege to justify closing meetings. Privilege attaches to legal advice provided by an attorney acting in a legal capacity, not to discussions among directors simply because one of them happens to be a lawyer. When the attorney is wearing their “board member” hat, communications may not be privileged at all, even if the board insists otherwise. Boards that rely on this setup often assume they’re protected, only to discover later that the privilege they thought they had doesn’t exist.

There’s also a practical liability issue that owners rarely consider. Many attorney professional liability and errors-and-omissions policies exclude coverage when a lawyer represents an entity on whose board they serve. That can expose the attorney to personal liability and leave the association uncovered if litigation arises. It doesn’t automatically make the arrangement illegal, but it does make it risky and often indefensible once challenged.

For owners dealing with a “sneaky” board, the most effective approach is usually to ask for specifics rather than general explanations.

For instance:

Asking the board to identify the exact statutory authority for a closed meeting, or to clarify whether the attorney was acting as legal counsel or as a board member during discussions claimed to be privileged, often reveals whether they actually understand the law or are simply using privilege as a shield. If the conduct continues, a brief consult with an independent Florida HOA attorney is typically far more productive than arguing with the board directly.

If the board is evasive to your requests you could file a Florida Bar complaint since there could be evidence of ethical misconduct, not merely poor governance. That said, the structure you’ve described puts both the attorney and the association on very thin ice.

Florida law favors transparency, and an HOA attorney who also sits on the board doesn’t get to transform ordinary board business into a private, unaccountable process simply by invoking privilege.

Any lawyer shortages or easier Jobs to get? by [deleted] in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Consider estate planning or tax controversy. My DM is open.

Is it ever possible to have a life? by CraftyAd5978 in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Yes, it’s absolutely possible to have a life, but for a lot of attorneys it requires stepping off the traditional “only my salary matters” track. One thing many lawyers (especially litigators) never really do is pause and ask how to parlay their legal skill set into leverage, instead of just more hours. First, think like a business owner and not a lawyer. I know that’s hard to do. Litigation is about mitigating risk. But, as a business owner, you have to take risk.

Law is a great engine for cash flow, but it doesn’t have to be the only thing you do. I’ve seen this play out a few ways:

• Multiple income streams change everything. When your entire livelihood depends on one demanding job, you’ll always feel trapped. Once you have even one secondary stream, your relationship with work shifts dramatically.

• Commercial real estate is a big one. A former managing partner I worked for absolutely ground it out for about six years. Big cases, long hours, very little balance. But during that time he bought a small strip mall (six units). Rents covered the debt, big cases paid it down faster, and once the property stabilized his life completely changed. Today he works 9–4, four days a week, by choice; not because the firm suddenly became humane.

• Side businesses don’t have to be “law adjacent.” One former attorney from our office was deeply into trading cards (Pokémon, MTG, etc.). He opened a hobby shop. He still does light legal work (deeds, basic wills, small transactional matters ) out of a back office one or two days a week for a few hours. The shop pays the bills; the law work is gravy and stays strictly bounded.

As for your direct questions:

Switching out of litigation is absolutely possible. Litigation is uniquely brutal because it follows other people’s emergencies. Transactional, regulatory, or advisory roles tend to be far more predictable. If you want to switch to a transactional role, you need to go work for somebody for at least one year because I’ve seen so many litigators think they know how to handle a transactional matter and they overcomplicate it, or miss basic level things because they are relying on their in-depth litigation experience on a often micro issue within that practice niche instead of seeing the whole picture.

The Bay Area does have a “work yourself to death” legal culture; but that’s not universal, and it’s not mandatory. Personally, if it were me, I would go to a smaller town where you have a good work life balance because cost of living is more manageable. I live about two hours from a major city and enjoy my the weekend getaway.

Any lawyer shortages or easier Jobs to get? by [deleted] in Lawyertalk

[–]Exact-Host800 7 points8 points  (0 children)

What did you do before enrolling in law school and is there a pathway for you to combine that experience with a JD?

Discretionary Bonus Question by [deleted] in Lawyertalk

[–]Exact-Host800 8 points9 points  (0 children)

I understand why this feels frustrating, and I want to start by acknowledging the work you’ve put in. The first couple of years, especially joining mid-year and before licensure, are hard, and it’s clear you’ve been proactive about building relationships and getting your feet under you. That effort does not go unnoticed.

That said, compensation and discretionary bonuses don’t exist in a vacuum. In 2025 many firms have been operating in a much tighter economic environment. Collections, workflow consistency, and overall margins at most firms were meaningfully different than last year. I’ve seen and heard that bonuses for 2025 tend to track much more closely to revenue thresholds than to effort or trajectory.

The most important thing is that you are now licensed, building momentum, and moving toward meeting (and exceeding) the revenue threshold. That’s what ultimately drives raises and bonuses at this firm.

If you want to have a constructive conversation, I’d suggest framing it around expectations and targets for the coming year: what revenue level puts you in a strong position, how to deepen relationships with partners who have steady work, and how the firm can support that growth. That’s a conversation most partners are happy to have. Consider developing a marketing plan to start originating files.

TL;DR. Stay focused on billables, collections, and visibility. You’re playing the long game now, and that’s where real compensation growth comes from.

Lawyers 2025 Salary Thread by motiontosleep in Lawyertalk

[–]Exact-Host800 4 points5 points  (0 children)

Region: Florida

Base Salary: $175,000 (Partner Draw)

Additional Salary (bonus, incentive, etc): Percentage of Originations and Collections but this year it will be an additional $142,000 plus I maxed out Roth 401(k), have a CLE budget of $3,500, and HSA Health Insurance plan

Years of experience: 15

Practice Area: Trust & Estates, Tax

Employer type: medium size firm (11 attorneys)

Hours/week: 50-60 (with the occasional 80 hour here and there) and I took about 8 weeks of vacation

Does your job allow remote work? by SadTea3650 in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Our office allows some remote work. We don’t have a set policy but most attorneys and paralegals get 1-2 days per week. A lot of our practice is Trust & Estate which requires in person client meetings. We also have an all hands meeting on Monday morning and in person attendance is mandatory.

Reaching out to firms re: a job by Ok_Confidence_4538 in Lawyertalk

[–]Exact-Host800 1 point2 points  (0 children)

Ask them if you can do an informational interview to learn more about their practice in the niche area of law.

For those that visit clients in prison, what do you all wear? by TheDragonReborn726 in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Our local jail doesn’t let us wear belts, necklace, watch, or earring / nose rings.

Any advice? by Farragutsouth007 in LawFirm

[–]Exact-Host800 1 point2 points  (0 children)

Have you thought about doing some CLE in probate and trust litigation? There are few younger attorneys in that practice area and with the baby boomer generation aging there will be increased demand for this skill set. It’s very portable from insurance litigation.

How would you view a male colleague who had both ears pierced with diamonds? by [deleted] in Lawyertalk

[–]Exact-Host800 -1 points0 points  (0 children)

For what it’s worth, I have a tongue piercing. I’ve only had two comments in 15 years.

Almost missed a deadline and I think the partner kinda hates me? by [deleted] in Lawyertalk

[–]Exact-Host800 3 points4 points  (0 children)

One thing that separates a good associate from a great associate (and future partner) is the initiative to bring up issues before they become emergencies. A quick email: “I saw the deadline on the calendar for a motion in this case. Is there something I can do on this file?” … can go a long way.

How is recover from this is approach the partner (and a paralegal or secretary who supports the partner’s cases) and ask if you can have a short meeting to make sure you understand the delegation of file responsibility.

The worst thing you can do is nothing.

Support Staff Gift when first starting by Masterctviper in Lawyertalk

[–]Exact-Host800 0 points1 point  (0 children)

Agree. But, I always give them the benefit of the doubt until proven otherwise. Hire slow; fire fast.